Religious Discrimination in the Work Place

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Religious Discrimination in the Work Place |
Prepared for Barbara Hagerty |
Written BY:|
Alamoodi|
Baker CollegeWRI 1158/17/2008|

A serious look at religious discrimination in the work place, and possible solutions.|

Religious Discrimination in the Work Place Thesis Statement: The First Amendment gives all American the freedom of religion, expression and speech. However, in today’s post 9-11 society Muslims are experiencing an incredible increase in discrimination. Contents:

IntroductionIn 2006, I was looking for a job. I saw an ad in our local paper for a Lead Teacher position in a child care center just a few miles from my home, so I faxed over my resume. A couple hours later, the Director called me. She was very impressed with my education and experience. My availability seemed to match her needs exactly. She asked me if I could come in this afternoon for an interview because she wanted me to start on Monday and she needed me to take my drug test and physical before the clinic closed at 5. We arranged to meet at 2:30pm. I came right from Friday prayers (Jumna). Although I had a long skirt and blouse on I also had my Hijab on. Normally, I don’t wear it on interviews, but if I took it off now, my hair would be out of control. Not the best look for an interview. When I arrived, the assistant greeted me. She shoved me into an overcrowded office and she left the room for a moment. When she returned she explained that the director had already left for the day. She gave me my application and told me to call on Monday. I nodded politely and left. It took me several days to get in touch with the director. (I think she got tired of me calling her three times a day.) When she finally did answer my call, she explained to me that she felt I “Wouldn’t be a good fit” with her other staff. This is a prime example of the discrimination that Muslim women face everyday. It can be hurtful and humiliating. For many people, it’s just a fact of life.

Purpose and Scope The Oxford American Desk Dictionary, defines discrimination as “treat unfavorably especially on the basis of race, color or sex.” Word net 3.0 defines Islamophobia as “prejudice against Muslims.” According to Dictionary.com, a Muslim is “an adherent of Islam.” Many Muslim women are easy targets for discrimination because traditionally they wear a head scarf called a hijab. “The headscarf is an outer manifestation of an inner commitment to worshipping Allah – it symbolizes a commitment to piety.” (Whyislam) Types of discrimination experienced by Muslim women may include: * Sexual Harassment (Hathout.1)

* Asked by employers to remove hijab * Told over phone to come and fill out an application, but once there (wearing Hijab) told the position has been filled * Applied for job not wearing hijab, and was hired. When she showed up for work with hijab, was told her position was no longer available * Verbal harassment

* Harassment and yelling from supervisor
* Physical Abuse,
* Given backroom job instead of sales or customer service. * Told by employer she would only be hired if she removed her hijab * Told by employment agency she should change her name
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The American Arab Anti-discrimination Committee (ADC) has a lengthy list of insistence that have occur to both men and women that include: * Slander and ethnic slurs
* Termination
* Harassment
* Verbal threats
* Physical threats

FindingsThere are over a Billion Muslims in the world today. (IONA) Over 6 million people in America practice Islam and that number is raising everyday. (Khan) Title VII of the Civil Rights Act of 1964 makes it...

...to analyze the continued discrimination of religious practices within an organization. The composition illustrates the implementation of The Civil Rights Act of 1964. The illumination of this act provides information on the legal rights and propositions of Congress on the widespread issue of religiousdiscrimination. The essay also analyzes the various sources of discrimination that still occur today. The first of these discrimination sources involves the hiring process. The elaboration of this process involves the resume reviewing ability of firms and their inherent discrimination amongst resumes. Additionally, the review of organization’s ability to withhold the standards of the Civil Rights act to ensure proper religious practice in the workplace is reviewed. The illustration of this indication is noted with several court cases that justify religious practices and the faults of the organization at hand. The dissertation also elaborates on the solutions to religiousdiscrimination in the workplace. Charges of workplace discrimination and harassment can produce costly litigation and/or large settlements. Thus, mitigating religiousdiscrimination is one of the top priorities within an organization. The dissertation emphasizes how to prevent the religious...

...Answers: ReligiousDiscrimination in the Workplace
Title VII of the Civil Rights Act of 1964 prohibits employers with at least 15 employees, as well as employment agencies and unions, from discriminating in employment based on race, color, religion, sex, and national origin. It also prohibits retaliation against persons who complain of discrimination or participate in an EEO investigation. With respect to religion, Title VII prohibits:
* treating applicants or employees differently based on their religious beliefs or practices – or lack thereof – in any aspect of employment, including recruitment, hiring, assignments, discipline, promotion, and benefits (disparate treatment);
* subjecting employees to harassment because of their religious beliefs or practices – or lack thereof – or because of the religious practices or beliefs of people with whom they associate (e.g., relatives, friends, etc.);
* denying a requested reasonable accommodation of an applicant’s or employee’s sincerely held religious beliefs or practices – or lack thereof – if an accommodation will not impose more than a de minimis cost or burden on business operations; 1 and,
* retaliating against an applicant or employee who has engaged in protected activity, including participation (e.g., filing an EEO charge or testifying as a witness in someone else’s EEO matter), or opposition to...

...﻿Gender Discrimination at the WorkPlace
Introduction
According to Gorman (2008), gender discrimination is the practice of denying or granting rights and/or privileges to an individual based on gender. This practice is acceptable and longstanding to both genders in some societies. In some religious groups, gender discrimination is considered as part of the norm, especially discrimination on women. However, in most countries that are civilized an industrialized, it is considered to be illegal uncalled for. Gender discrimination is a term used in sociology to refer to undertaking treatment towards or against an individual of a certain group based on his/her class or perceived category. The term refers to beliefs and attitudes that people develop in relation to the gender of an individual. It is mostly pointed towards adverse action against another human being that would not have taken place if the person was of a different sex. It also refers to letting an individual’s sex become a factor when it comes to deciding about hiring, promotion on a job, or any other benefits that comes with employment. In most cases, it affects the female gender, and they always feel that they are being unfairly discriminated against by men.
People’s attitude toward discrimination based on gender can be traced back to the beginnings of certain aspects and...

...ReligiousDiscrimination in the Workplace: The Islamic Religion
Introduction
Globalization effects  September 11, 2001  Religious freedom

The Islamic Religion about work
“Whoever goes to bed exhausted because of hard work, he has thereby caused his sins to be absolved” (Ali, 2010)  Islam treats work as an obligatory activity  Quran gives work a spiritual meaning.

Religion in the workplace
“Work plays a fundamental role in the life of the individual” (Sharabi, 2012)  The workplace community  “Religion is one diversity categorization, with a significant impact on workers” (Laila, Arlise, Terrie, 2012)

Religion Discrimination and the Civil Rights Act of 1964
Signed by congress in 1964  “Proscribes discrimination in employment and endeavors to achieve true equality” (Gregory, 2011)  The intent of the law is to secure religious freedom.

Title VII of the Civil Rights Act of 1964…
Prohibits workplace discrimination based on:
     Religion National origin Race Color Sex
ReligiousDiscrimination…
• • Involves treating a person (an applicant or employee) unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religions, such as Buddhism, Christianity,...

...﻿
Bullying in the workplace
Social Psychology
Wanda Williams
DR Evans
The term workplace Bullying did not reach the United States until the late 1990's. The husband and wife team Dr's Gary and Ruth Namie both trained in Psychology introduced workplace bullying. You may ask what WorkPlace Bullying is. WorkPlace Bullying has many different definitions but the most common one. It is constant ill-treatment of one employee who is under attack by one or more employees with a mean mix of humiliation, intimidation and damage of performance. It includes being ridiculed in the presence of other employees, being lied about to others. You always have that feeling being on guards at all times. Not being able to focus on work task, loss of self-confidence on the job, out of control an anxiety, being continually left out of the loop, continually being criticized for no reason at all. WorkPlace bullies use their authority to undermine, frighten, or intimidate another person, often leaving the victim feeling fearful, powerless, incompetent, and ashamed.
(Bullying At Work - Book by Andrea Adams & Neil Crawford (1992)) describes bulling at the workplace is like a malignant cancer. It creeps up on you long before you or anyone else are...

...Religiousdiscrimination under Title VII as defined by the U.S. Equal Employment Opportunity Commission (EEOC) involves treating a person unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religions but also others who have sincerely held religious, ethical or moral beliefs. The law forbids discrimination on the basis of religion in any and all aspects of employment. This includes hiring, firing, pay, job assignments, promotions, layoff, training, and benefits. Title VII also prohibits workplace segregation based on religion, such as assigning an employee to a non-customer contact position because of actual or presumed customer preference.
Title VII also addresses reasonable accommodation in relation to religion. The law requires that the employer must reasonably accommodate an employee’s religious beliefs or practices, unless doing so would cause more than a minimal burden on the employers business. For example, if an employee needs to be off work on Sunday mornings to regularly attend church services it would be the responsibility of the employer to reasonably attempt to accommodate this need. An accommodation for this could include paying another employee to cover the Sunday morning shift, even if it requires paying overtime. Or the employer could hire an additional employee to be able to cover the...

...Introduction
To day leadership consider an interest topic in talent management.
Now we define the definition of the leadership “there is agreement on the fact that leadership involving an influence process between leaders and followers to ensure organizational goal , the success of the organization is depend upon on leader ability. If leader will be successful than his follower follow the rules and decision of the leader, because they know about the ability of the selective leader. Also know that of the work of the leader will be reliable or research will be reliable .other hand when they proved unsuccessful, research moved on to the examination of behavior that would differentiate leaders from followers.
Contingency theory says that most effective leadership style depend upon the situation the followers and leaders if they found that research is not correct then they draw a correct picture of research at all aggressiveness point where they are agree on one best leadership style. For a good leadership is necessary that all the followers must be agree on leader decision on other hand leader decision must be in tell toil and competent to meet the research problem.
Before discuss the cross culture application of servant leadership on over view of the basic p According to the Green leaf management is “servant leader is a person who is the servant of leader who led it, driven to serve first rather than the to lead first and all ways meet the other people...